INTERIM REVIEW - CIA SENIOR EXECUTIVE SERVICE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-01114R000300090043-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 12, 2016
• Document Release Date: November 6, 2001
• Sequence Number: 43
• Publication Date: August 9, 1979
• Content Type: MF

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9 August 1979
STATINTL MEMORANDUM FOR:
Admin Directorate
S&T Directorate'
Operations Directorate
ICS
NFAC
OLC
OGC
SUBJECT : Interim Review - CIA Senior Executive Service
1. Attached is a draft interim report to the DDCI on the preliminary
proposals of the SES Developmental Task Force for a CIA Senior Executive
Service.
2. In order to keep you informed of our progress to date and to seek
your reactions to the interim proposals outlined in the attachment, we
ask that you meet with us on 14 August 1979 at 0930 in Room 5E62 (OP
Conference Room). We will at that time also give you our projections as
to what is further down the road on our planning and scheduling.
STATINTL
or the
STATINTL cc:
SES Developmental Task Force Members
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M RANDUM FOR: Deputy Director of Central Intelligence
FROM : Harry E. Fitzwater
Director of Personnel
SUBJECT . Interim Report on CIA Senior Executive Service (SES)
1. The Task Force established to develop a proposal for a Senior
Executive Service for the Agency has carefully reviewed all available
data on the Senior Executive Service. A preliminary architecture for
an Agency system, which closely parallels that established by the Civil
Service Reform Act, has been developed. The Agency system, which-the
Task Force proposes logically to call the CIA Senior Intelligence
Service (SIS), will as presently envisioned have. the principal features
as outlined in Attachment A.
2. The Task Force has, tentatively, identified seven elements or
subsystems of the Agency SIS. These elements are listed in Attachment B,
and will be addressed in greater detail in my next report.
Harry E. Fitzwater
Attachments
As Stated
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 Attachment A
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PROPOSED
CIA SENIOR INTELLIGENCE SERVICE
Pzincipal'peatures
STATINTL
STATINTL
The SIS will include all positions now classified at the GS-16, GS-17,
and GS-18 levels; all SPS positions, and all EP-V and EP-IV positions.
(There may be merit in limiting the number of SIS positions to the
current SG, SPS, and EP -V and EP-IV ceiling -- a total of =positions.
This would require that some existing SG positions -- approximately
revert to GS-15. The pros and cons will be presented in the
.-final Task Force proposal.)
All individual who hold SG rank, SPS rank, and those at EP -V and EP-IV
levels will be offered membership in the SIS. (While it is expected
that all such officials will elect membership in the SIS, the Task
Force proposal will include a recommendation relative to eligible
officers who elect not to join the SIS.)
The Task Force proposal will include a recommendation for relating
organizational and functional levels of responsibility to the various
ES rates. (This will probably take the form of a structure which
_..relates existing SG, SPS, and EP-V. and EP-IV positions to the six new
ES rates.
It is proposed that the six SIS pay rates be as follows:
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ES-1
$44,756
ES-2
$46,470
ES-3
$48, 250
ES-4
$50,100
ES-S
$51,800
F.S-6
...$52, $00
? No employee. initially selected for SIS membership will be converted to
an ES pay rate which is less than the salary payable on the date the
SIS is implemented and initial.SIS members may not in the future be
reduced to an ES pay rate below the salary payable at the time of
entry into the SIS. (The Task Force will reconmend.a conversion table
based on existing grades and salaries.)
Promotions to higher ES pay rates will be considered annually and will
normally be approved only in those, instances where the ES position
involved is reflected on the organizational structure at an ES rate
higher than that held by the encuanbent.
Advance Work Plan
An advance work plan will be prepared for each SIS member covering
the performance evaluation period.
? Performance Appraisal
The evaluation period for SIS members will be changed to
coincide with the fiscal year (i.e., 1 October - 30
September).
Performance standards will be established and performance
will be measured against preestablished goals and objectives
as outlined in the Advance Work Plan.
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? Awards
Performance Awards
A performance award of up to 20 percent of their basic ES
rates applicable during the evaluation period may be granted to SIS
members for quality performances. The number of such awards will be
limited to 50 percent of the number of SIS positions authorized by the
DCI. (A schedule will be proposed by the Task Force to ensure some
degree of uniformity in the awards granted.)
Meritorious Executive Awards
A meritorious executive award of $10,000 may be granted to
up to 5 percent of the SIS cadre. An SIS member may receive only one
such award in a five-year period.
Distinguished Executive Award-
A distinguished executive award of $20,000 may be granted
to 1 percent of the SIS cadre. An SIS member may receive only one
such award in a five-year period.
Recommendations for awards will be made based largely on annual
performance evaluations, reviewed by appropriate performance review
boards established for this purpose, and endorsed to the DDCI for
approval of performance awards and to the DCI for approval of
meritorious and distinguished awards. Awards will be submitted to
the approving officers during the period 1 November - 31 December with
payment to be made in January.
Executive Development
-- Each SIS member will participate in a new Executive Development
Program. -Formal plans for training, rotational assignments,
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or other experiences appropriate for future assignments
will be prepared and updated annually for most SIS members.
Deputy Directors will identify candidates -- either from
within the SIS or from senior GS-level personnel -- f:or
future assignments to key ES positions (e.g., Office
Directors -- Division Chiefs in the DIDO -- and their
principal deputies, Independent Office Heads, and their
deputies.)
Other Benefits
Annual Leave
An SIS member may accrue annual leave without limit,
i.e., forfeiture of accrued annual leave in excess of the
existing maximum carry over will not be required. (The
Task Force may recommend that only a portion of unused
annual leave can be carried over -- say one-half of the
annual accrual -- to ensure that SIS members take at least
a portion of their leave.)
Sabbaticals
Sabbaticals may be granted for up to 11 months during
any 10 year period. To be eligible, SIS members must have
_7 years of service: equivalent to the levels of duties and
Y_responssbilities of positions in SIS (e.g., current: SG,
.. .SFS, EFs). Two years of such 7 years of service must be in
SIS, Sabbaticals may not be granted to SIS members if they
-are eligible for voluntary retirement.
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 Attachment B
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PROPOSED
CIA SENIOR INTELLIGENCE SERVICE
Subs7s tdins
1. Performance Appraisal
2. Compensation and. Awards
3. Promotion
4. Administrative Action
5. Monitoring and Evaluating the SIS
6. Publicity and Orientation
7. Implementing Regulation(s)
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